Susan Lazar Consulting, Inc.
Executive and Leadership Coaching

Executive and Leadership Coaching

Each of us has a different way of operating: what we refer to as our own distinctive style. Our personal style may be very effective in some situations and circumstances, but may not be effective – may even be a detriment – in others. Identifying our style – the way in which we operate – examining its strengths and weaknesses, and modifying it where appropriate is the key to the difficult task of changing our behavior.

The International Coach Federation defines coaching as partnering with clients in a thought-provoking and creative process that inspires them to maximize their personal and professional potential.  

Susan Lazar Consulting, Inc. works with individuals to develop communication skills, time and stress management practices, and practical solutions for everyday situations. We give individuals a custom framework for viewing familiar issues, people and events.  Then they are able to respond to problems and crises with initiative, imagination and accountability for the end result.

We focus on:

  • Developing leadership skills
  • Improving problem-solving and decision-making skills
  • Increasing efficiency, productivity and profitability
  • Developing effective communications of all types
  • Improving the effectiveness of meetings
  • Creating systems to enhance collaboration
  • Developing and implementing comprehensive strategies for the future direction of the business

We also work with new and existing boards of directors to:

  • Provide guidance and education about the role of a board
  • Create the right mix for optimum board effectiveness
  • Recruit candidates
  • Draft procedures for meetings
  • Provide recommendations for improved governance practices

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Sample Client Successes:

Challenge: Very competent senior executive in a large corporation developed conflicts with his direct reports and was said to have an abrasive manner.

Actions

  • Explore his self-perceptions and those of his colleagues and direct reports.
  • Identify and discuss the circumstances and behaviors that trigger negative reactions from others.
  • Develop alternative management practices and techniques.

Why

  • To develop more effective, committed and productive relationships with direct reports.

Result

  • Much stronger professional performance for the executive.

Challenge: Preparing the next managing partner in a major accounting firm for her new role and responsibilities.

Actions

  • Refine communications skills
  • Learn and adopt influencing skills
  • Strengthen strategic thinking capabilities
  • Expand administrative skills to manage the complexity of the organization
  • Establish a relationship with all centers of influence in the organization.
  • Negotiate her transition to respect the organization’s history while setting new goals and a new direction for the future.

Why

  • To ease this major personal and organizational transition.
  • To maximize her confidence and effectiveness.

Result

  • A smooth, comfortable transition of leadership for the firm.
  • Successful navigation of the initial phase of her new role, capitalizing on opportunities and minimizing potentially hazardous situations, setting the stage for the future.